Deliberately give away the relationships, knowledge, and decisions that have concentrated in you over the years, while you are still here to make the introductions and coach the judgment, so less leaves with you every month.
In Plan the Transition, after the role is defined, worked steadily across the transition timeline.
| What concentrated in you | Who should hold it instead | How you will transfer it | By when |
|---|---|---|---|
| A key relationship (funder, partner) only you hold | |||
| Knowledge or judgment only you carry | |||
| A decision only you make | |||
| Standing or credibility only you have |
This is slow on purpose.
This is working when, month over month, more of the key relationships, knowledge, and decisions live in people other than you. If the transfers are all scheduled for later, near the end of the timeline, they will not happen, because the distribution is the work, not a final step. The test is simple: is the organization less dependent on you specifically than it was six months ago? Its transfers are received in Execute the Handoff during the overlap.
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